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Training Models Notes

The document describes four training models: 1) The Systematic Training Model is a 5-step process (IDDIE) that identifies training needs, designs training to meet needs, develops training materials, implements training, and evaluates each phase. 2) The Transitional Training Model focuses on aligning training with organizational vision, mission, and values. Objectives are formulated based on these, and training is planned, implemented, and evaluated. 3) The Instructional Systems Development Model defines objectives based on job responsibilities. It assesses needs, plans training, develops materials, executes training, and evaluates impact on work performance. 4) The Systems Training Model views training as a subsystem that establishes relationships between

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Jusy Bingura
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252 views

Training Models Notes

The document describes four training models: 1) The Systematic Training Model is a 5-step process (IDDIE) that identifies training needs, designs training to meet needs, develops training materials, implements training, and evaluates each phase. 2) The Transitional Training Model focuses on aligning training with organizational vision, mission, and values. Objectives are formulated based on these, and training is planned, implemented, and evaluated. 3) The Instructional Systems Development Model defines objectives based on job responsibilities. It assesses needs, plans training, develops materials, executes training, and evaluates impact on work performance. 4) The Systems Training Model views training as a subsystem that establishes relationships between

Uploaded by

Jusy Bingura
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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TRAINING MODELS

A) Systematic Training Model

- is simple, logical and illustrates the dependency relationship


between different steps.

-it has 5 steps (IDDIE):

1. Identify and Analyse training needs- a diagnostic stage


for setting training objectives and help identify and
analyse a performance gap that can be bridged through
training. The focus is on the department, the job,
employees, who needs training, what they need to learn,
estimate the training cost etc. Develop a performance
measure on the basis of which actual performance would
be evaluated.

2. Design and provide training- to meet identified need.


Develop objectives of training, identifying the learning
steps, sequencing and structuring the contents.

3. Develop- list activities in the training program that will


assist the participants to learn, selecting delivery method,
examining the training materials, validating information to
be imparted to ensure it accomplishes all the goals and
objectives.

4. Implementing-hardest part because one wrong step can


lead to failure of whole training program.
5. Evaluation-each phase to ensure it has achieved its aim in
terms of subsequent work performance and making
amendments for improvements.

B) Transitional Training Model

- It focuses on the organisation as a whole. The outer loop


describes the Vision, Mission and Values of the
organisation on the basis of which training (inner loop) is
executed.

- Vision focuses on the milestones the organisation would


like to achieve after a defined point in time. It may include
bringing some internal transformation.

- Mission explains the reason of organisational existence. It


identifies the position in the community. The reason of
developing a mission statement is to motivate, inspire and
inform the employees regarding the organisation. It tells
about the identity that the organisation would like to be
viewed by the customers, employees and other
stakeholders.

- Values entail the translation of vision and mission into


communicable ideals. It reflects the deeply held values of
the organisation and is independent of current industry
environment e.g. social responsibility, excellent customer
care etc.

- The objectives of training are formulated keeping the 3


(V/M/V) in mind and then the training model is further
implemented in the inner loop (which constitutes
objectives, planning, implementing and evaluating).

C) Instructional Systems Development Training Model

- Widely used model as it is concerned with the training


need on the job performance.

- Training objectives are defined on the basis of job


responsibilities and job description and on the basis of the
defined objectives individual progress is measured.

- it helps determine and develop favourable strategies,


sequencing the content and delivering media for the types
of training objectives to be achieved.
- is a continuous process that lasts throughout the training
program. It highlights that feedback is an important phase
throughout the entire training period.

- it comprises 5 stages:

1. Analyses-consists of training needs assessment, job


analysis and target audience analysis.

2. Planning-consists of goal setting of the learning outcome,


instructional objectives that measures behaviour of
participants after the training, types of training materials,
media selection, methods of evaluating the trainee, trainer
and the training program, strategies to impart knowledge
i.e selection of content, sequencing of content etc.

3. Development-this phase translates design decisions into


training material. It consists of developing course
materials for the trainer including handouts, workbooks,
visual aids etc for the trainee.

4. Execution- focuses on the logical arrangements, such as


arranging speakers, equipment, benches, podium, food
facilities, cooling, lighting, parking and other training
accessories.

5. Evaluation- it ensures that the training program has


achieved its aims of work performance. It consists of
identifying strengths and weaknesses and making
necessary amendments in order to remedy practices.

D) Systems Training Model


- It views training as a subsystem of an organisation. It
establishes a logical relationship between the sequential
stages in the process of TNA, formulating, delivering and
evaluating.

- 4 inputs i.e technology, man, material and time are


required to produce products/services. Every system must
have some output from these inputs in order to survive.

- it is planned creation of training program using step by


step procedures to solve problems.

- it stipulates that planned training will work effectively


only if it is fully integrated with the systems of
relationships, structures, interdependency and work in the
organisation.

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